The One Minute Manager读后感1000字

　　《The One Minute Manager》是一本由Kenneth Blanchard / Spencer Jo著作，Berkley Trade出版的Paperback图书，本书定价：USD 12.95，页数：111，特精心从网络上整理的一些读者的读后感，希望对大家能有帮助。

　　《The One Minute Manager》精选点评：

　　●奶爸推荐来看的初级入门鸡汤类原版书，很简单但是挺有道理哈哈

　　● 读的是原版，当作学习英语来读的。内容都是相当简单，作为管理工具的话实用性不大，可以看作是一本入门书籍。

　　●确定goal对于我来说最难咩~看一次类似的书就对于自己的goalless表示一次无语の~呵呵~

　　●比发现课程指定要读的书只有64页还要开心的是，在网上找到少于200字的概览且书评者说“看完这个真的不用再看这书了”。

　　●Simple and basic.

　　●里面提到的三个习惯，是管理的入门读物。

　　●看了跟没看一样，道理简单到每个人都懂

　　●这本也是鸡汤，没指望这本能讲什么管理方面的知识。在当时畅销，可能是因为没人总结过这样共性的经验吧。把管理过于简单化了。不过换个角度考察里面说话的方式，倒是饶有趣味。对于管理者说话的方式有了更多了解。

　　●nice

　　●very easy to understand, and i think it is helpful for everyone to organize their life and work. keep learning.

　　《The One Minute Manager》读后感(一)：简单实用的管理方式

　　这是我读的最短的一本书了，Ipad上只有64页，不过把信息也讲明白了。利用一个故事的方式，说了一个有效管理的方法。做一个有效的管理者，需要做好三件事情： 第一，要树立明确的目标，要让下属知道你让他干什么，有一个具体的目标； 第二，对于新手，要给予鼓励，抓住他做好的事情进行表扬，这和训练小孩说话等是一个道理；第三，下属做错了事情，要进行批评，不过批评要注意技巧，首先要第一时间告诉下属他做错了，不要挤压到几个星期后或者考核的时候再说，其次就是要让下属知道你的感受，你很难过，很失望，最后就是要让下属知道你是对事不对人，你失望是因为相信他有这个能力做到但是他没有。

　　《The One Minute Manager》读后感(二)：极简生活、工作法

　　eople who feel good about themselves produce good results.

　　1. One minute Goal

　　用简洁语言描述自己的目标，并每天回顾自己行为，是否与目标一致。

　　这将让自己清楚有什么工作要做，并且需要采取哪些行动。 A problem only exists if there is a difference between what is actually happening and what you desire to be happening.

　　老板与员工之间共同制定一个清晰的目标，并一起跟踪执行效果，这对于员工的成长以及公司的成长都是至关重要的。一些管理者假设员工应该知道做什么事情。同时，碍于「绩效评估」的存在，一些管理者不愿意及时给予员工反馈，让员工自生自灭。

　　我在目前这个团队呆了两年半。回顾一开始到现在，每一次领导和我制定目标时，都比较清晰。他们希望我得到成长、能成功。如果以此书所讲的观点来看，在反馈这件事上，近半年来我的直线经理做得还不够。我有时候确实感到迷失，不知道方向在哪里。现在在乙烯项目组，以阶段性目标为基础，我能够有效的完成自己的工作。

　　在以后的工作中，自己应该更加主动与项目负责人沟通，弄清楚自己的任务、目标，并一同跟进执行效果。

　　2. One Minute Praising

　　Help People Reach Their Full Potential, Catch Them Doing Something Right

　　当看到别人做好一件事时，立即坦率地给予鼓励。

　　真诚的鼓励，即便是一个微笑，都能产生巨大的效果。我最初了解到这一点是在 Dale Carnage 的 《How To Win Friends And Influence People》这本书里。在这里读到类似的概念，可见其威力。无疑，领导表扬员工，会让员工感到振奋，继而充满斗志和工作热情。

　　我所在的团队领导就是一个好例子。他非常愿意表扬员工，并且很及时，一旦发现员工做出优秀的表现，他立即给予肯定与鼓励。我很欣赏他的这种做法，我们整个团队氛围很好。鼓励、赞扬，将有助于让员工明白我们所期望的行为和表现。

　　除了「鼓励」，「赞美」也是一个很棒的激励人的方式。我自己比较喜欢赞美别人，每当看到家人、朋友或者同事等，真诚的赞美他们真的能创造非常愉悦的体验。以后我将继续将这一点融入到自己的生活中。自我赞美，当然是更重要的。我认为，人人都应该自我赞美。这不但能增加自信，更有助于更全面的认识自己。当然，自我赞美到忘乎所以并不可取。

　　「If you don’t blow your own horn, someone else will use it as a spittoon.」

　　3. One Minute Reprimand

　　发现做错事情，立即指出并批评。批评要具体、讲事实，且对事不对人。

　　我们在批评一个人的时候，做到「对事不对人」还蛮难的。在批评员工时，告诉员工我们对他们这个人是很满意的，只是对这次错误不满，且不希望再发生同样的错误。同时，向他们确认，我们清楚这次错误并不像他以往应有的表现，且与他们在同一条战线，将帮助他们进行改进。「绩效评估」不是一年一次，而应该是时刻进行着。

　　回想自己的生活，我们都曾与别人就某件事发生过争执，到最后也许大多发展到对对方人格的攻击，弄得不欢而散。有不同意见时，基于事实及其相应的后果进行讨论，无疑会大大提高达成共识的几率，且避免了不必要的伤害。

　　我自己有时候也不能完全做得到，所以以后继续加强这方面的学习与实践。

　　Take a minute, look at your goals, look at your performance, see if your behavior matches your goals.

　　《The One Minute Manager》读后感(三)：3 secrets to one minute management

　　The one minute manager Said:

　　• People feel good about themselves, produce good results.

　　• Help people reach their full potential, catch them doing something right.

　　• The best minute I spend is the one I invest in people.

　　• Feedback is the breakfast of champions.

　　• Everyone is a potential winner, some people are disguised as losers, don’t let their appearances fool you.

　　• Take a minute: look as your goals. Look at your performance; see if your behavior matches your goals.

　　• We are not just our behavior; we are the person managing our behavior.

　　• Goals begin behaviors, consequences maintain behaviors.

　　• Laugh at ourselves when we make a mistake, it helps us get on with our work.

　　• Punish will make people confused about what is right or what acceptable behavior is. But praising will motivate people to do the right thing.

　　• Tough 1st then Nice.

　　• Told what they did, how you felt about what they did, finally praising and tell them love.

　　• When you touch, don’t take. Touch the people you manage only when you are giving them something – reassurance, support, encouragement, whatever. Be honesty as well.

　　3 secrets to one minute management:

　　1. 1 minute goal setting:

　　a) Goal + Performance standard no more than 250 words to express. Anyone is able to read it within a minute.

　　) 80-20 rules. 80% results from 20% goal

　　c) Behavioral terms: a problem only exists if there is a difference between what is actually happening and what you desire to be happening. Ask myself how to solve the problem instead of complaining.

　　2. One Minute praising:

　　a. Tell people up front that you are going to let them know how they are doing.

　　. Praise people immediately.

　　c. Tell people what they did right – be specific

　　d. Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.

　　e. Stop for a moment of silence to let them feel how good you feel

　　f. Encourage them to do more of the same

　　g. Shake hands or touch people in a way that makes it clear that you support their success in the organization.

　　3. One minute reprimand

　　a. Reprimand people immediately.

　　. Tell people what they did wrong – be specific

　　c. Tell people how you feel about what they did wrong – no uncertain terms

　　d. Stop for a few seconds of uncomfortable silence to let them feel how you feel

　　e. shake hands ,or touch them in a way that lets them know you are honestly on their side

　　f. Remind them how much you value them

　　g. Reaffirm that you think well of them but not of their performance in this situation.

　　《The One Minute Manager》读后感(四)：没指望看这本书能成为“Manager”

　　这篇可能会是我写得最短的书评，因为本身内容就很少，讲了一个故事，就完了。书封面写着“The world's most popular management method”，我不知道是不是"most popular"，不过很有可能是"The world's simplest management method”

　　全书讲了一个年轻人想要去访问一个最高效最成功的经理人，寻找成功管理的秘诀。然后就找上了这个“一分钟经理人”

　　“一分钟经理人”告诉年轻人，他的秘诀只有三个：

　　1. One minute Goal

　　2. One minute praising

　　3.One minute reprimands

　　然后后面就解释为什么这三个“One minute”如此有效，以致他可以成为“One minute manager”

　　最后，那个年轻人，在一两年之后，也成为“One minute manager”了。（吐血。。。）

　　这三大秘诀其实包括了一些心理学和行为学的知识，不过我始终认为，The more you understand why it works,the more apt you are to use it.太短，太概括，缺少详细分析的语言不利于我们get more to understand，也就不利于我们to use it，这也是自己对此书评价并不高

　　的原因。

　　或许是自己积累不够。以前自己看过的一些自己认为是很“垃圾”的书，两年后重新看，发觉有很多干货，觉得非常有价值。主要原因在于这两年自己也没闲下来，也看了很多书，经历了一些事，那些“概括性”的“废话”就让自己看出了价值，给予了很多案例和理论支持，觉得无比有道理，让一本曾经的“垃圾”书变成了牛B闪闪的宝典。

　　所以，或许某一天，自己成为了“Manager”，经过多年实践之后，重读这本小书会觉得眼前一亮也说不定。

　　希望这一天早点到来吧：）

　　2012.3.6

　　y Hammer

　　===============

　　Readingnote:

　　看完这个，真的不用看书了：）

　　一

　　One Minute Goal setting is simply:

　　1. Agree on your goals

　　2. See what good behavior lokks like

　　3. Write out each of your goals on a single sheet of paper using less tahn 250 words

　　4.Read and re-read each goal, which requires only a minute or so each time you do it.

　　5.Take a minute every onece in a while out of your day to look at your performance,

　　6. See whether or not your behavior mathes your goal.

　　二

　　The one minute Prasing works well when you :

　　1.Tell people up front that you are going to let them know how they are doing

　　2.Praise people immediately

　　3.Tell people waht they did right--be specific

　　4/Tell people how good you fell about and how it helps the people who wrok there.

　　5. Stop for a moment of silence to let them feel how good you feel.

　　6.Encourage them to do more of the same.

　　7. Shake hands or touch people in a way that makes it clear that you support their success in the organization.

　　三

　　The One Minute Reprimand works well when you:

　　1. Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms.

　　the first half of the reprimand:

　　2.Reprimand people immediately

　　3. Tell people waht they did wrong--be specific

　　4.Tell people how you feel about what they did wrong--and in no uncertain terms.

　　5. Stop for a few seconds of uncomfortable silence to let them feel how you feel.

　　the second half of the reprimand:

　　6.Shake hands, or touch them in a way that lets them know you are honestly on their side.

　　7.Remind them how much you value them

　　8. Reaffirm that you think well of them but not of their performance in this situation.

　　9. Realize that when the reprimand is over, it's over.

　　====================================

　　《The One Minute Manager》读后感(五)：Summary & Reading Note

　　y Kenneth H. Blanchard, Ph.D.

　　ummary

　　1. The Search

　　Once there was a young man who was looking for an effective manager. He had seen many"tough" managers whose organizations seemed to win while their people lost. The man also met many "nice" managers whose people seemed to win while their organizations lost.

　　The young man was not satisfied until he met a special manager who was called "One Minute Manager".

　　The manager told him that the purpose of the organization was efficiency, and he cared about both people and results.

　　laque:People who feel good about themselves produce good results.

　　2. The First Secret: One Minute Goals

　　-Agree on your goals.

　　-See what good behavior looks like.

　　-Write out each of your goals on a single sheet of paper using less than 250 words.

　　-Read and re-read each goal, which requires only a minute or so each time you do it.

　　-Take a munute every once in a while out of your day to look at your performance, and

　　-See whether or not your behavior matches your goal.

　　Inspiration:

　　quot;80-20 goal-setting rule": 80% of your really important results will come from 20%of your goals.

　　hilosophy of "no surprises" -- everyone knows what is expected from the beginning.

　　quot;I do not want to hear about only attitudes or feelings. Tell me what is happening in observable, measurable terms. " "If you can't tell me what you'd like to be happening, you don't have a problem yet. You're just complaining. A problem only exists if there is a difference between what is actually happening and what you desire to be happening"

　　quot;You solved it yourself. I just asked you questions--questions you are able to ask yourself. Now get out of here and start solving your own problems on your time, not mine."

　　3. The Second Secret: One Minute Praisings

　　What did the one minute manager do？ - Firstly, he observed very closely. He never seemed to be very far away. Secondly, he made the stuff keep detailed records of their progress and send it to him.

　　-Tell people up front that you are going to let them know how they are doing.

　　-Praise people immediately.

　　-Tell people what they did right -- be specific.

　　-Tell people how good you feel about what they did right, and how it helps the organization and the other people who work there.

　　-Stop for a moment of silence to let them "feel" how good you feel.

　　-Encourage them to do more of the same.

　　-Shake hands or touch people in a way that makes it clear that you support their success in the organization.

　　Inspiration：

　　Help people reach their full potential. Catch them doing something right.

　　4. The Third Secret: One Minute Reprimands

　　-Tell people beforehand that you are going to let them know how they are doing and in no uncertain terms.

　　-the first half of the reprimand:

　　Reprimand people immediately.

　　Tell people what they did wrong -be specific.

　　Tell people how you feel about what they did wrong -and in no uncertain terms.

　　top for a few seconds of uncomfortable silence to let them feel how you feel.

　　-the second half of the reprimand:

　　hake hands, or touch them in a way that lets them know you are honestly on their side.

　　Remind them how much you value them.

　　Reaffirm that you think well of them but not of their performance in this situation.

　　Realize that when the reprimand is over, it's over.

　　Inspiration:

　　quot; First of all," Ms. Brown said, "he usually gives me the reprimand as soon as i've done something wrong. Second, since he specifies exactly what I did wrong, I know he is 'on top of things' and that I'm not going to get away with sloppines. Third, since he doesn't attack me as a person-only my behavior--it's easier for me not to become defensive. I don't try to rationalize away my mistake by fixing blame on him or somebody else. I know he is being fair. And fourth, he is consistent"

　　5.The One Minute Manager Explains

　　The more you understand why it works, the more apt you are to use it.

　　Why One Minute Goals Work？ The number one motivator of people is feedback on results. Everyone is a Potencial winner. Some people are disguised as loser, don't let their appearances fool you.

　　laque: Take a minute: Look at your goals, look at your performance, see if your behavior matches your goals.

　　Why One Minute Praisings Work？ People are not pigeons. People are more complicated. They are aware, they think for themselves and they certainly don't want to be manipulated by another person. Remember that and respect that. It is a key to good management.

　　The most important thing in training somebody to become a winner is to catch them doing something right -- in the beginning approximately right and gradually moving them towards the desired behavior. (You're always trying to create situations in the beginning where you can give a One Minute Praising.)

　　Why One Minute Reprimands Work？ If your are first tough on the behavior, and then supportive of the person, it works. Tell people what they did wrong, tell people how you feel about it, and remind people that they are valuable and worthwhile --lead to significant improvements in people's behavior.

　　laque: Goals begin behaviors, consequences maintain behaviors.

　　-- Nobody ever really works for anybody else. I just help people work better and in the proscess they benefit our organization.